Work Environment For Employees Research Articles

Examining the Impact of Technology Overload at the Workplace: A Systematic Review

Information and communication technologies have changed and created a ubiquitous work environment for employees to work at any place and at any time. But it also caused technology overload for them. This study aims to evaluate the previously published literature to examine the effects of technology overload in the workplace. This systematic literature review employed a qualitative research design and reviewed articles on technology overload from the workplace perspective. N-Vivo, a qualitative software, was used to create and analyze codes and themes. This study looked at factors that create technology overload such as interruption overload, work-life conflict/work-family conflict, stress, social network service addiction/email addiction, social overload, and lost productivity. This study also established the challenges that knowledge workers/employees have to face at the workplace. Results indicate that self-efficacy, training, and time management are the key strategies to overcome technology overload. This study would contribute to the literature by examining the technology overload in the workplace. It will increase the employees’ awareness of strategies to overcome technology overload. It reviewed only empirical studies published about technology overload from the employees’ perspective. Future research may be conducted focusing on the employers’ perspective regarding technology overload. It has implications for the administration of the workplace to conduct training for the employees before the implementation of new technology. Organizations should establish laws for timings after work hours and disconnection from the internet at home to reduce technology overload.

Participatory Approach to Create a Supportive Work Environment for Employees With Chronic Conditions: A Pilot Implementation Study.

To evaluate a pilot implementation of an organizational-level intervention. The participatory approach (PA) was used to create a supportive work environment for employees with chronic conditions, with a key role for occupational physicians (OPs). Twenty-eight semi-structured interviews were conducted with OPs and stakeholders within their organizations. Furthermore, observational data and research notes were gathered. Data analysis occurred through content analysis. Recruitment of organizations was challenging, with a reach of 25%. Dose delivered, dose received, and fidelity differed across the three organizations. Organizations were positive about the PA as a method to improve support for employees with chronic conditions. The PA could be of added value for creating a supportive work environment. However, research is needed on activating organizations to improve support for employees with chronic conditions.

PENGARUH LINGKUNGAN KERJA DAN STRES KERJA SERTA MOTIVASI TERHADAP KINERJA PEGAWAI PADA BADAN PERENCANAAN PENELITIAN DAN PENGEMBANGAN KABUPATEN KARANGASEM

This study aims to analyze the effect of the work environment and work stress and motivation on employee performance at the Regional Research and Development Planning Agency of Karangasem Regency. The sample analysis technique uses the saturated sample method where the sample is all employees of the Regional Research and Development Planning Agency of Karangasem Regency, totaling 69 people. The analytical technique used is using multiple linear regression analysis with the help of SPSS version 25. The results of the analysis show that 1) the work environment has a positive and significant effect on employee performance; 2) work stress has a positive and significant effect on employee performance; 3) motivation has a positive and significant effect on employee performance; and 4) work environment and work stress as well as motivation have a positive and significant effect simultaneously on employee performance. Suggestions in this study is that the management pays more attention to the employee's work environment and improves the management of work stress and motivation to employees to improve employee performance in achieving organizational goals.

How Time Pressure Matter University Faculties' Job Stress and Well-Being? The Perspective of the Job Demand Theory.

The work environment of employees has been greatly affected by the COVID-19 pandemic, and many limitations and risks can be seen until now. In addition to employees in firms, the faculty in colleges and universities also suffer from pressure and face challenges. For the purpose of performance assessment and promotion, the faculty not only needs to teach students, but also assumes the time pressure from academic research. This study discusses the process in which the faculty’s subjective well-being is affected, in an effort to learn about the job demands of the faculty under the work environment with a high level of time pressure, and the effect of these time-related job demands on their psychological health. In this study, 347 valid questionnaires were collected from universities in coastal areas of the Chinese mainland. The results show that time-related job demands have a positive impact on time pressure; time pressure has a negative impact on subjective well-being; and time-related self-efficacy can significantly mediate the relationship among time-related job demands, time pressure, and subjective well-being. On this basis, this study proposes its theoretical and practical implications.

THE EFFECT OF CAREER DEVELOPMENT AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE WITH WORK MOTIVATION AS INTERVENING VARIABLE AT THE OFFICE OF AGRICULTURE AND LIVESTOCK IN ACEH

This study aims to examine the effect of career development and work environment on the performance of the Aceh Agriculture and Livestock Service Office employees. Data was obtained by distributing questionnaires to 100 employees. The data analysis method is Structural Equation Modeling (SEM). The results showed that career development and employee work environment had a significant effect on work motivation and employee performance. In addition, career development and work environment also have a direct effect on performance. Work motivation partially mediates the effect of career development, work environment on performance. The Department of Agriculture and Livestock is expected to improve career development in order to create a conducive work environment to improve employee performance at the Aceh Agriculture and Livestock Service Office.

Impact of Work Environment on Employee Productivity in Polytechnics in Edo State

The study examined the impact of work environment on employee productivity in Polytechnics in Edo State. Descriptive survey research design was adopted in the study and the two owned public polytechnics were used in the study. Academic and non-academic staff were the study population. Random sampling procedure was employed in selecting the sample of the study, with a sample size of 204. Questionnaire was the instrument used in the collection of data and data were analysed using simple percentage, correlation and regression. Results revealed that Findings showed that the level of employee productivity was moderate 2.9). The nature of work environment of employees in polytechnics in Edo State was moderately conducive 2.6). There was a significant positive relationship between work environment and employee productivity (r = 0.417**;p <0.05). it was also found work environment significantly influenced employee productivity (t(200) = 0.518, R = 0.299 p< 0.05). employers of labour should provide an enabling environment that is void of noise, well-equipped office, mutual cooperation between the employees and the employers as well as other coworkers as this could enhnace the level of their productivity. Keywords: Work environment, Employee productivity, Polytechnics, Edo State DOI: 10.7176/EJBM/14-8-06 Publication date: April 30 th 2022

Impact of Remote Working Environment on Employee Motivation, Engagement, and Job Satisfaction: A Study of Service Sector from UAE

With the advancement in technologies and the outbreak of COVID-19 pandemic, significant changes have begun to take place in businesses, causing jobs to move from workplaces to homes indefinitely. For some, the transition from office to work was simple, while for others, juggling family and work has become a roller-coaster ride of emotions. Not all remote employees can sustain their remote working due to reduction in employee productivity and engagement. Targeting this aspect, the study focuses on examining the impact of remote working on employee motivation, engagement, and job satisfaction in case of UAE service sector. The empirical examination of 316 employee’s perception shows that remote working has a positive as well as negative impact on employee motivation, engagement, and job satisfaction. To sustain in a competitive environment, it is essential to mitigate the shortcomings and create a motivating working environment for employees.

Social Media Bullying in the Workplace and Its Impact on Work Engagement: A Case of Psychological Well-Being

The hotel industry has transformed the social and official interaction and communication landscape due to information technology. This has created a new venue for bullying, known as cyberbullying. This study aims to examine the impact of workplace cyberbullying on the work engagement of hotel employees while examining the mediating role of psychological well-being and work meaningfulness using the job demand resource model and conservation of resource theory. The data (n = 470) were collected from 4-star and 5-star hotel employees in Pakistan. The results reported that psychological well-being mediates the relationship between workplace cyberbullying and work engagement. Moreover, work meaningfulness also mediates the relationship between psychological well-being and work engagement. Findings suggest that the hotel industry of Pakistan should acknowledge the presence of cyberbullying and design policies and procedures to maintain a healthy work environment for employees’ psychological well-being and ensure that hotel employees find their work meaningful.

Managers' awareness of mental health measures for their employees in small and medium-sized enterprises in a depopulated mountainous area in Japan: A qualitative study.

The local economy is often supported by small and medium-sized enterprises. There is a need to consider effective promotion methods for mental health measures in these enterprises in depopulated mountainous areas. It is important to understand managers’ awareness when considering effective mental health measures in these enterprises. The study's aim is to explore managers’ awareness of mental health measures for employees in small and medium-sized enterprises in depopulated mountainous areas in Japan.Qualitative semi-structured interviews were conducted with 6 managers in 2019. The primary issues addressed by the interview were regarding the awareness among managers about mental health promotion measures for employees. These are the primary prevention measures. The interview also addressed issues related to the awareness of measures for mental health problems that are fundamental to the secondary and tertiary prevention measures. A qualitative descriptive analysis was conducted.Three categories and 8 subcategories emerged regarding the managers’ awareness of mental health promotion measures for employees. The 3 categories were: “Individual support, including their life's aspect, while taking advantage of formal and informal relationships,” “The difficulty of drawing out an employees’ motivation to work, due to the changes over time in the work size or in their working relationships,” and “Creating a comfortable working environment for employees, by complying with the labor standards and adjusting relationships.” Regarding managers’ awareness of the measures for mental health problems, four categories and 8 subcategories emerged. The 4 categories were: “Prevention and awareness of the incidence of mental health problems,” “Individual support based on the enterprise's or employee's characteristics,” “A lack of support for the manager to address employees’ mental health problems,” and “Employees quitting the job, due to the lack of appropriate support.”Though managers in depopulated mountainous areas were well aware of the mental health activities offered, the categories showed the need to foster social capital. It also showed the need to collaborate with external support organizations, and the difficulties faced by small and medium-sized enterprises.

The Role of Compensation As a Determinant of Performance and Employee Work Satisfaction: A Study at The PT Bank Rakyat Indonesia (Persero) Tbk

PurposeThe purpose of the study is to conduct an in-depth study of employee performance in connection with compensation, job satisfaction and the work environment of employees at the PT Bank Rakyat Indonesia (Persero) Tbk.Design/methodology/approachThis study was performed at the PT Bank Rakyat Indonesia (Persero) Tbk, which operates in Indonesia, and included all employees of the different branch offices in Sumatera, Jawa, Kalimantan, Sulawesi, Bali and Jayapura.FindingsCompensation does not directly affect employee performance but working environment does directly influence employee performance at the PT Bank Rakyat Indonesia (Persero) Tbk. There is the power of compensation and working environment on job satisfaction and employee performance at the PT Bank Rakyat Indonesia (Persero) Tbk.Originality/valueThe difference between this research and previous ones is the application of compensation influence testing on employee job satisfaction and performance within one bank in Indonesia.

THE INFLUENCE OF COMPETENCE, JOB CHARACTERISTICS AND ORGANIZATIONAL SUPPORT ON EMPLOYEE PERFORMANCE WITH EMPLOYEE ENGAGEMENT MEDIATION IN PRIVATE HOSPITAL IN BANDA ACEH

Organizational support and employee engagement are needed to achieve the hospital's commitment to employees in carrying out the structural wheels of hospital management. This study aims to analyze the influence of competence, job characteristics and organizational support on employee performance mediated by employee engagement at private hospitals in Banda Aceh. The sample in this study amounted to 100 respondents. This research is survey research with a quantitative approach, using Smart PLS. The results of this study show that competency has no effect (p=0.2107 > 0.05) or Ha is rejected on employee performance and competence has a significant effect (p=0.000 0.05) or Ha are accepted on employee performance and job characteristics have an effect (p=0.032 > 0.05) or Ha are accepted on employee engagement in private hospitals in Banda Aceh. Organizational support had no effect (p=0.945 0.05) or Ha was rejected on employee engagement at private hospitals in Banda Aceh. And Employee engagement has no effect (p=0.403 > 0.05) or Ha is rejected on employee performance at Private Hospitals in Banda Aceh. Based on the research results, it can be concluded that the variable employee characteristics is the most dominant variable influencing employee performance and employee engagement. So the authors suggest to the hospital to be able to create a good organizational environment and feel for the employee's work environment.

Pengaruh Gaya Kepemimpinan, Lingkungan Kerja dan Beban Kerja terhadap Kinerja Karyawan

This research is motivated by problems in the Company related to leadership style that does not help employees to be motivated, maintain and increase motivation within themselves. The employee's work environment needs to have sufficient facilities to support daily work in order to improve performance, and a high workload that is sometimes beyond the ability of employees. The purpose of this study was to analyze the effect of leadership style, work environment and workload on the performance of employees of PT. NFI is part of the fillpack. This study uses quantitative research methods. The data analysis method used is validity test, reliability test, normality test, linearity test and regression coefficient (hypothesis). The population of this research is the employees of PT. NFI part of the fillpack as many as 130 employees. This study uses a probability sampling method with a simple random sampling technique, meaning that all members of the population are assumed to have the same opportunity to be selected as the research sample. The results of the study which were processed using the SPSS version 22 for windows program in the t-test (partial) showed that leadership style significantly affected employee performance with a t-count value of 2.886 > t-table 1.989, the influence of the work environment significantly affected employee performance with a t-count value 2,276 > t table 1,989 and the workload also significantly affects employee performance with a t count value of 2,183 > t table 1,989. Thus the researcher can conclude that the variables of leadership style, work environment and workload can be considered and used as benchmarks in employee performance.

Research on the promotion of enterprise leadership in the Internet Era

The development of society promotes the continuous improvement of the level of science and technology. The application of advanced science and technology has played a good role in all walks of life, which also creates good conditions for the arrival of the Internet era. In such an environment, the enterprise's decision-making is more refined and the value of employees is maximized, which puts forward higher requirements for the professional ability of leaders, establishes Internet thinking and creates a good working environment for employees. Leadership thinking in the Internet era has gradually expanded its influence from an ideological trend circulating in the Internet industry to a bottom-up consensus, which will be fully reflected in all fields of China's economic and social reform. Improving the ability of leaders in enterprises has gradually become the necessity of the times.For modern enterprises, enterprise leadership is a key factor in the Internet era. Only by constantly improving enterprise leadership can enterprises glow with new vitality in the new era. This paper analyzes the current situation of enterprise leadership under the Internet, and discusses the promotion strategies of enterprise leadership in the era of big data. I hope it can better promote the leadership of enterprises in the era of big data and help promote the development of enterprises.

Якість трудового життя: аналіз, оцінювання, перспективи

The purpose of the article is to study the essence of the quality of working life as a method of managing a company; comparison of the quality of working life in Ukraine and South Korea; coverage of modern approaches to its development. As a result of the study, it is emphasized that the quality of working life, as a method of managing a company, is aimed at designing and creating a comfortable working environment for employees at all levels. The quality of working life is associated not only with satisfied employees, but also with the best business results. The latter are associated with the intellectual capabilities of employees. When the quality of work and life is stable, productivity surely will be increased, too. A comparison of approaches to the quality of working life in Ukraine and South Korea is made, allowing to conclude about the common and the different. It is defined that a very big difference lies in the attitude of personnel to work and etiquette rules between the staff in Ukraine and in South Korea. Korea has the highest rate of aging population among countries that are members of the OECD. At the same time, not only employees need to change, but also employers should develop a holistic well-being strategy for the future. Not taking this into account in the country’s social policy will slow economic growth, exacerbate inequality and weaken welfare, and call into question the sustainability of public finances and social well-being. The standard of quality of working life at Korean enterprises is supported by laws. Domestic employers, as a rule, introduce disparate and unsystematic measures that meet only the current needs of employees. It is determined that the COVID-19 crisis has provoked increased attention to the protection of the most vulnerable workers. It is concluded that the development of social protection of the population has contributed to a more gradual transition from the protection of jobs to the protection of workers, which, together with the enhanced active policy of the labor market, supports employment and productivity growth. Prospects for further research in this direction are to determine the degree of influence of mental and physical health of an individual on the quality of working life.

The Utilization of Electronic Archives as a Support for Study Employee Performance at The Customs and Excise Office Type A Semarang Customs

Technological developments make it easier for employees to carry out work, including archive management employees. Archives undergo changes and developments in electronic form. The development of supporting technology for electronic archive management. This study aims to analyze the use of electronic records to support the effectiveness of employee performance and the factors that support employee performance. This qualitative research uses a descriptive approach. The technique used to collect data is interviews. The instrument used to collect data is a questionnaire. This study uses three stages of data analysis, namely data reduction, data presentation, and concluding. The research subject is the selected resource person, an employee with the position of Customs and Excise Inspector. The technique used to analyze the data is descriptive qualitative analysis. The results of this study indicate that the use of electronic archives supports employee performance. The benefits of using electronic archives include easy and fast use, safe, and time-saving. There are four factors supporting employee performance: the work environment, ability, motivation, and adequate facilities. Factors supporting employee performance in using electronic records are leaders who always encourage employees to learn and develop themselves and a comfortable work environment for employees, human resource capabilities, and adequate facilities and equipment provided by the institution.

PENGARUH KOMPENSASI, MOTIVASI DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN CV. BOEN INTERIOR SURABAYA


 Boen Interior Surabaya which is located at Jl. Kalijudan X No. 11, Kalijudan, Mulyorejo, Surabaya City, East Java. is a company engaged in furniture and has many employees. Problems that exist in the CV. Boen Interior Surabaya is a decrease in employee performance due to compensation, motivation and employee work environment. The purpose of this study in accordance with the formulation of the problem described above is to determine, analyze and answer the role of Compensation, Motivation and Work Environment on Employee Performance at CV. Boen Interior Surabaya. This study took respondents with a total of 45 employees. This study took primary data by using a questionnaire. The type of research that will be used is by using quantitative methods. The analytical technique used is multiple linear regression analysis to test the hypothesis using SPSS Version 23.0. while for the classical assumption test used, among others, Data Normality Test, Multicollinearity Test, heterokedasticity test. Overall, the indicators used in this study are valid (because the correlation coefficient value is > 0.739 with a significant level < 0.05) and reliable (because the Cronbach's Alpha coefficient value is > 0.60). The results of the classical assumption test also show that this study has met, among others: 1) the residuals of the two regression models are normally distributed; 2) Both regression models are free from multicollinearity; 3) There is no heteroscedasticity. The results of the analysis conclude that all variables have a significant effect on Employee Performance (Y)
 
 Keywords: Compensation, Motivation, Work Environment, Employee Performance

Pengaruh Job Insecurity, Job Satisfaction dan Lingkungan Kerja Terhadap Turnover Intention Karyawan

Turnover intention occurs when employees fail to get what they expect from their place of work, such as work satisfaction, comfort at the workplace, job future guarantee, etc. Employees who desire to resign from their company will start looking for information about job vacancies in other places that offer better opportunities than their current workplace. When they find a job vacancy that matches them, they will decide to resign from their company. This research aimed to determine the impact of job insecurity, job satisfaction, and work environment on employee turnover intention. The research sample used was 80 outsourcing employees from PT Shelter Nusa Indah. The data analysis technique used in this study is the Multiple Linear Regression model using the IBM SPSS 23 program. The results of this study are that job insecurity has a positive and significant effect on turnover intention. Job satisfaction and work environment have a negative and significant impact on turnover intention The managerial implications of this research are expected to be suggestions in making company policies related to turnover intention. The company is expected to reduce feelings of restlessness, anxiety, and worry over the threats experienced by employees regarding their future in the company. The company is expected to give appreciation or reward to employees who have good performance and dedication to the progress of the company. The company is expected to be able to maintain and create a comfortable work environment for employees.

PENGARUH BEBAN KERJA, DISIPLIN KERJA DAN LINGKUNGAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN DI TIDAR PROPERTY GROUP MALANG

Turnover is a problem that should be considered by the company, because the impact is quite large for the company. The impact is in the form of increasing employees who think about leaving the company, lowering the company's image, feeling the pressure of the workload and an uncomfortable work environment for employees. The same thing was felt by employees at Tidar Property Group Malang. In this regard, this study aims to determine how the influence of workload, work discipline and work environment on turnover intention at Tidar Property Group Malang. The samples taken were all employees of Tidar Property Group Malang as many as 68 staff employees who were used for this research, using saturated sampling technique and using the rank and file level system / grade level.Data analysis carried out in this study was multiple linear regression analysis using the IBM SPSS 25 program. This study was a survey research using a questionnaire. The results of this study indicate that partially, there is a positive and significant influence between the workload variable on turnover intention, a negative and insignificant effect of work discipline on turnover intention, and a positive and significant effect of the work environment on turnover intention. It is also known that the variables of workload, work discipline and work environment affect turnover intention at Tidar Property Group Malang.

The Appropriate Work Environment for Older Employees: The Case of Slovenia

Abstract Background: The increase in population life expectancy in developed economies is also reflected in the aging of the workforce; therefore, enterprises should create an appropriate work environment for all employees, emphasizing the older ones. Objectives: The major objectives of this paper are to establish the impact of appropriate working conditions and training programs for older employees on their work motivation, as well as to establish the latter’s impact on the older employees’ work engagement in Slovenian medium-sized and large enterprises. Methods/Approach: Structural equation modeling explored the links between four constructs – appropriate working conditions, training programs, work motivation, and work engagement. Results: In Slovenian enterprises, appropriate working conditions and training programs for older employees positively impact their work motivation. Moreover, the work motivation of older employees positively impacts their work engagement. Conclusions: These findings can be useful for employers or managers for developing targeted employee motivation and employee engagement programs to leverage the talents and dedication of older employees.

Factors influencing workplace accommodations requests among employees with visual impairments

AbstractPeople with visual impairments experience various challenges in the workplace such as under-employment, structural, and attitudinal barriers. Workplace accommodations are instrumental in assisting individuals to complete essential functions of their jobs and to increase job tenure and satisfaction. However, workplace accommodations are under-utilized. The current study examined influences of psychosocial and demographic factors on decisions to request accommodations amongst people with visual impairments. Participants included 116 people with visual impairments (e.g., female = 63.9%, Caucasian = 81%) from agencies and organizations serving people with visual impairments within United States. The results following logistic regression show that increased levels of psychosocial factors (i.e., self-efficacy in requesting accommodations and goal setting, non-personal cost related to accommodation, knowledge related to Americans with Disabilities Act (ADA), and accommodation policies and procedures) predicted participants’ decision to request accommodations. In addition, participants aged 55 or more and those with a high school degree or lower were less likely to request accommodations. Rehabilitation interventions for enhancing work participation self-efficacy in employees with visual impairment, as well as knowledge on ADA and accommodation policies and procedures, would create a more inclusive and accepting work environment for employees with visual impairment.